Enforce your safety standards.

Pre-employment drug testing is the process of detecting the presence of alcohol and controlled substances in specimens like blood or urine. This testing aids in assessing a candidate's suitability for a role and contributes to maintaining a safe work environment. Some positions, particularly those regulated by the US Department of Transportation (DOT), necessitate drug testing as a prerequisite for employment. Other safety-sensitive roles, such as those in manufacturing, warehousing, or healthcare, may also utilize pre-employment drug testing.

A pre-employment drug test typically screens for substances such as alcohol, amphetamines, barbiturates, benzodiazepines, cocaine, marijuana, methadone / methaqualone, opiates, phencyclidine, and propoxyphen. Employers can choose from various types of drug tests depending on their company policies and the substances they wish to detect. Common drug screening methods include blood tests, urinalysis, hair testing, oral fluid testing, and breath alcohol testing. These screening methods are available in different "panels," each testing for a specific number of substances, such as 5-panel, 7-panel, 9-panel, and 10-panel tests. The 5-panel drug test is the most commonly used pre-employment drug screening method, detecting amphetamines, cannabinoids (THC), cocaine, opiates, and phencyclidine (PCP).

If a candidate fails a pre-employment drug test, employers should consult their company's written drug policy and review applicable federal and state laws to determine the appropriate course of action. Some states allow candidates to explain a positive test result within a specified number of days, as false positives can impact results. Drug testing conducted through a consumer reporting agency (CRA), like Turn, must adhere to the federal Fair Credit Reporting Act (FCRA), which outlines the adverse action process if a drug test affects an employer's hiring decision. State pre-employment drug testing laws vary, but they often guide the next steps or consequences for a candidate who fails a drug test.

Typically, most drug test results are returned within three business days after the candidate or worker provides a sample or specimen. However, specimens requiring additional testing or results that necessitate follow-up by a Medical Review Officer may extend the turnaround time. The use of a paper-based process may also cause delays.

A negative drug test result indicates the absence of the tested substance in the specimen. Conversely, a positive result typically means the detection of one or more tested substances. Turn offers an online Turn Dashboard for employers and candidates to easily access final results (negative or positive) for pre-employment drug tests. Employers should consult their drug policy to interpret results in compliance with hiring laws.

A comprehensive drug testing program involves several steps. However, before starting, your organization should establish a written drug screening policy that aligns with federal and state laws. Keep in mind that some states have specific laws or guidelines related to pre-employment drug tests. For example, in most states, a conditional offer of employment must be extended before requiring candidates to undergo a drug test or occupational health check. It's advisable to work with legal counsel to ensure compliance with these requirements.

1. 1Issue an invitation to a candidate through your Turn dashboard to participate in a pre-employment drug test.
2. 2The candidate receives the invitation, schedules their appointment, and completes the test before the specified deadline.
3. 3Upon completion, the results undergo review by a Medical Review Officer (MRO).
4. 4Final results are posted on the Turn dashboard for your review and for the candidate to review.
5. 5Drug test results are reported as either negative (no evidence of the listed substance) or positive (evidence of one or more of the listed substances).